Recently, we ran a post outlining seven areas you need to cover when navigating the interactive process of the ADA. This time around, a look at the landmines you need to avoid.
A new federal court ruling confirms how important the “interactive process” is in dealing with employee ADA accommodation requests. Hint: A mere exchange of letters isn’t going to cut it.
Employers know how important it is to engage in the “interactive process” when a worker seeks an accommodation for a disability. A recent appeals court decision illustrates that the effectiveness of the accommodation is equally important.
When it comes to accommodating psychological disabilities, most employers will agree few situations are more challenging. With no one-size-fits-all answer, solutions are always employee specific, making psychological disabilities one of the toughest disabilities to manage.
Handling ADA accommodation requests is tricky, as you know. But the better prepared you are before you receive a request, the better your chances for staying on the right side of the law.
When disabled employees request accommodations, they don’t always agree with their managers about the best way to proceed. How should managers handle that dispute?
To keep up with employee absence regs and DOL guidelines, employers need to put in place a robust management program – to define, measure and benchmark absence – to help avoid a lawsuit.
Ever since the ADA went into effect, employers have been warned that virtually any condition can now fit the definition of a disability.But the ADA laws have limits, as two recent court rulings illustrate. In Connelly v. WellStar Health System Inc., a former worker filed a discrimination, failure to accommodate and retaliation suit after the […]
Employers are facing more disability discrimination lawsuits than ever – despite their best compliance efforts.
Most employers would be happy to deal with an accommodation request that was as simple as keeping a bottle of juice nearby.